Human Resources

• Investigate threat and assault allegations within manufacturing and parts distribution
• Investigate workplace issues and complaints, including employment discrimination, harassment, retaliation, and other Company policy violations
• Recommend outcomes for investigations using sound judgment
• Analyze behavior to identify concerning and potentially escalating situations
• Partner with Human Resources, Labor Relations, and Security on case handling and disposition
• Work with Company functions, operating committee members, the Office of the General Counsel, and outside counsel
• Prepare, track, and maintain investigation documentation
• Develop and implement investigation plans
• Drive timely closure of open cases and concerns
• Manage employee data and statements confidentially
• Draft concise and clear investigation reports
• Partner cross-functionally on investigations, discipline, performance management, and employee relations
• Promote ethical, compliant, and safe behavior aligned with company policy and government regulations
• Support grievance, arbitration, and litigation processes from an investigations standpoint
• Analyze case activity and determine trends and proactive recommendations
• Foster an effective, inclusive work environment while balancing employee advocacy with company goals and values

Employee Relations, Threat Investigator – Manufacturing

• Provide strategic HR partnership to business operations leaders in a function, market, or business unit
• Work with senior leaders to shape and execute an HR agenda aligned with organizational goals
• Partner with the HR Business Partner Director and peers to optimize talent, engagement, and employee experience
• Consult and coach business leaders on hiring, performance management, rewards, and organization design
• Collaborate with leaders on People and Culture strategies aligned to business objectives
• Communicate the business value of HR initiatives and support program rollouts
• Partner with business leaders and HR Centers of Excellence on workforce planning, high-potential development, and succession planning
• Support organization design and lead medium- to large-scale change initiatives impacting teams and functions
• Apply data, analytics, quantitative reasoning, and data storytelling to inform decisions and drive outcomes

Manager, HR Business Partner

• Lead the design, implementation, and execution of the organization’s HR strategy and overall HR program delivery
• Lead organization design, talent and workforce planning, and company and organization HR objectives
• Drive HR strategy toward a culture of excellence and prepare leaders and teams to embrace organizational change
• Collaborate with HR and business leaders to engage and inspire employees to deliver results
• Consult with senior business leaders to enhance organizational design and effectiveness and drive employee engagement
• Translate company-wide objectives and initiatives into tailored strategies for the organization, technical leaders, and employees
• Lead large-scale change management planning and execution impacting hundreds to thousands of employees
• Implement organizational structures that improve individual and organizational performance while minimizing business disruption
• Develop and implement organization-specific people and workforce plans and roadmaps aligned with business needs
• Drive strategies to attract, engage, and retain world-class talent
• Own execution of the talent management lifecycle, including talent acquisition, talent integration, performance management, total rewards management, employee engagement, and retention
• May lead a team of HR Business Partners based on business priorities and organizational requirements

Director, HR Business Partner

• Drive HR strategy and workstream execution supporting mergers, acquisitions, divestitures, joint ventures, strategic partnerships, legal entity formations, and new business initiatives
• Identify workforce implications, organizational risks, operational dependencies, costs, and people-related requirements throughout the business lifecycle
• Direct HR coordination for new business standup, integration, ramp-up, and stabilization programs
• Coordinate across Human Resources, Finance, Legal, IT, Payroll, Talent Acquisition, Purchasing, HR Centers of Excellence, business leadership, venture partners, and external service providers
• Drive HR integration and change strategy for acquired and integrating businesses
• Direct migration of acquired workforces onto HR, payroll, time, and talent platforms
• Harmonize policies, benefits, job architecture, and service delivery; lead change management, manager enablement, communications, and adoption
• Develop workforce, governance, compliance, organizational design, employee relations, labor relations, culture, and HR operating model solutions
• Plan and execute workforce planning, organizational design, job architecture, leadership and governance structures, onboarding strategies, operating model implementation, service agreements, and business stabilization
• Create and maintain HR governance frameworks, workforce policies, service delivery models, workforce administration processes, and compliance protocols
• Direct employer-of-record, employment tax, regulatory registration, benefit plan participation, and payroll structure decisions
• Establish and govern HR-related service agreements, including scope, ownership, performance expectations, costs, decision rights, escalation, and transition requirements
• Direct HCM, payroll, time, talent, and service management platform implementation programs
• Drive workforce readiness involving onboarding, identity and system provisioning, physical access, occupational health, payroll and benefits readiness, and training/certification currency
• Create and maintain KPIs for business readiness, workforce implementation, HR service delivery, compliance, operational effectiveness, change adoption, and stabilization
• Provide thought leadership and contribute lessons learned, reusable solutions, playbooks, frameworks, and enterprise capability
• Influence venture leadership, partner organizations, and enterprise functions to establish workforce governance models, decision rights, escalation processes, and operating agreements
• Individual contributor role delivering through influence, cross-functional program leadership, and partnership

Director, HR M&A – New Business Enablement

• Own the end-to-end threat and assault investigation process
• Review cases for imminent danger and risk and determine when escalation is required
• Manage intake and triage of threat and assault cases across U.S. manufacturing and parts distribution facilities
• Determine case scope and route cases through the case management system
• Audit and maintain cases to ensure timely and proper handling
• Balance investigations team casework and track case volume, workload issues, and emerging trends
• Serve as the escalation point and guide investigations and responses
• Train and develop investigators, HR/Labor, and other stakeholders
• Conduct data analysis and report trends to leadership and stakeholders
• Lead complex, high-level investigations involving policy violations
• Build and monitor case quality standards and maintain reporting templates
• Manage team performance through evaluations, goal setting, feedback, improvement plans, coaching, and performance issue resolution
• Respond to and resolve threat and assault complaints
• Work with legal counsel on lawsuit discovery and litigation preparation
• Partner with specialists, HR teams, people leaders, and employees to apply policies fairly and consistently
• Build long-term plans aligned with employee goals and company strategy
• Help deliver HR communications and policies concerning employment terms, code of conduct, and workforce changes
• Maintain accurate and confidential employee records and prepare trend reports and improvement analyses

Manager, Employee Relations – Threat Investigations

• Assist with recruiting activities, including reviewing resumes, scheduling interviews, and supporting candidate communications
• Support onboarding and orientation activities for new hires
• Help coordinate employee engagement initiatives, recognition programs, and company events
• Maintain confidential HR records and assist with data entry and reporting
• Participate in HR projects focused on talent acquisition, employee experience, and process improvement
• Assist with internship program activities and networking events
• Partner with HR team members on special projects and presentations
• Provide administrative support to the Human Resources team as needed

Human Resources Intern

• Manage integrated portfolio planning, governance, reporting, and operating cadences across active mergers and acquisitions, joint ventures, strategic partnerships, legal entity formations, and new business initiatives
• Maintain portfolio-level project plans, governance calendars, milestones, risks, actions, issues, dependencies, decisions, and resource views
• Identify emerging concerns and coordinate timely escalation and follow-through
• Create and maintain executive-ready dashboards, readiness scorecards, portfolio updates, and governance materials
• Manage shared methodologies, playbooks, templates, readiness frameworks, service agreement tools, governance standards, implementation toolkits, and common operating practices
• Maintain shared repositories of playbooks, trackers, decisions, governance materials, templates, and lessons learned
• Coordinate across Directors responsible for M&A, United States new business standups, and European joint ventures
• Provide program-management and implementation capacity, including readiness assessments, workplan management, cross-functional coordination, testing and cutover support, training and change activities, and stabilization tracking
• Analyze current- and future-state processes and facilitate requirements gathering, process mapping, workflow analysis, and operational design
• Apply continuous-improvement methods to improve efficiency, scalability, control, and execution effectiveness
• Support service agreement and vendor governance through service inventories, governance routines, deliverable and obligation trackers, performance measures, issue logs, and reusable standards
• Represent HR M&A and New Business Enablement in governance forums, portfolio reviews, and cross-functional working sessions
• Communicate status, surface risks and dependencies, and coordinate follow-through on leadership decisions
• Capture lessons learned and performance insights, identify improvement opportunities, and incorporate findings into future methods, tools, readiness criteria, and team development priorities

Manager, HR M&A, New Business Enablement

• Provide concierge service in daily communications with employees and leadership regarding transactional Human Resources needs
• Administer HR tasks and activities for Agency Partners
• Initiate and support electronic onboarding of new hires
• Process and track background checks and drug screens
• Process changes in HCM systems for employee records, benefits, and payroll
• Process information-system changes for Acrisure Partners and business units
• Populate, distribute, and collect employment agreement documents
• Assist partners and employees with HR self-service portals
• Process employment verifications with a third-party vendor
• Review and interpret transactional data to resolve issues and propose process improvements
• Audit and validate employee data
• Support Legal and HR Advisors with basic record requests
• Support administrative and data-entry needs for the HR organization
• Recommend process improvements, system enhancements, and alternatives
• Assist with HR projects, priorities, and initiatives
• Provide exemplary customer service
• Assist with training and knowledge-transfer activities
• Maintain compliance with state and federal HR laws and regulations
• Perform other related duties as assigned

HR Shared Services Associate

• Serve as the key front-line resource for HR policy implementation and operational support
• Collaborate with local management to align organizational objectives with established HR protocols
• Provide day-to-day HR support to operations and assigned client groups
• Interpret and support adherence to established HR processes
• Support the effective conclusion of employee relations and legal matters
• Identify areas for improvement and participate in special projects as assigned
• Oversee day-to-day HR functions and programs, employee relations, and performance management
• Advise managers and supervisors on legal concerns related to discipline, termination, hiring, promotion, and other human resources issues
• Provide recommendations on performance management, progressive discipline, performance improvement plans, litigation, and termination management
• Act as mediator, counselor, and facilitator in disputes between employees and managers or supervisors
• Ensure legislative compliance and adherence to operational and HR policies and procedures
• Support labor relations programs, grievance meetings, arbitration, and collective agreement negotiations
• Prepare HR reports related to employee demographics, turnover, and HR initiatives
• Develop relationships with management to understand business needs and deliver HR services
• Partner with corporate, regional, and area leadership to design and implement HR programs
• Interpret policies and procedures for employees and managers
• Provide feedback on employee morale to HR leadership and field management

Human Resources Generalist – Environmental Services

• Manage integrated portfolio planning, governance, reporting, and operating cadences across mergers and acquisitions, joint ventures, strategic partnerships, legal entity formations, and new business initiatives
• Maintain portfolio-level project plans, governance calendars, milestones, risks, actions, issues, dependencies, decisions, and resource views
• Identify emerging concerns and coordinate timely escalation and follow-through
• Create and maintain executive-ready dashboards, readiness scorecards, portfolio updates, and governance materials
• Manage shared methodologies, playbooks, templates, readiness frameworks, service agreement tools, governance standards, implementation toolkits, and common operating practices
• Maintain shared repositories supporting continuity, reuse, and knowledge transfer
• Coordinate across Directors responsible for M&A, United States new business standups, and European joint ventures
• Provide program-management and implementation support, including readiness assessments, workplan management, cross-functional coordination, testing and cutover support, training and change activities, and stabilization tracking
• Analyze current- and future-state processes and facilitate requirements gathering, process mapping, workflow analysis, and operational design
• Apply continuous-improvement methods to improve efficiency, scalability, control, and execution effectiveness
• Support service agreement and vendor governance through inventories, governance routines, trackers, performance measures, issue logs, and reusable standards
• Represent HR M&A and New Business Enablement in governance forums, portfolio reviews, and cross-functional working sessions
• Communicate status, surface risks and dependencies, and coordinate follow-through on leadership decisions
• Capture lessons learned and performance insights and incorporate findings into future methods, tools, readiness criteria, and team development priorities